Reinventing yourself by Barbara Bix, BB Marketing Plus

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Reinvention: a series of exercises individuals can use as they reinvent themselves by Barbara Bix, BB Marketing Plus

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Reinventing yourself Image: Poof! by Brionv

What is reinvention? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Objectives ,[object Object],[object Object]

Case example ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Is reinvention for you? ,[object Object],[object Object],[object Object],[object Object]

Reinvention is a process ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Tips ,[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 1: Self-assessment ,[object Object],[object Object],[object Object],[object Object]

Exercise 2: Constraints ,[object Object],[object Object],[object Object],[object Object]

Exercise 3: Preferences ,[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 4: Identify possibilities ,[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 5: Identify gaps ,[object Object],[object Object],[object Object],[object Object]

Exercise 6: Identify remedies for gaps ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 7: Identify additional options ,[object Object],[object Object],[object Object]

Exercise 8: Preparation ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 9: Exploration ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 10: Update your assumptions ,[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 11: Describe the work you want ,[object Object],[object Object],[object Object]

Exercise 12: Validation ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 13: Selection ,[object Object],[object Object],[object Object]

Exercise 14: Re-invent yourself ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Exercise 15: Identify openings ,[object Object],[object Object],[object Object],[object Object]

Exercise 16: Evaluate success ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Summary ,[object Object],[object Object],[object Object],[object Object],[object Object]

About the presenter ,[object Object],[object Object],[object Object],[object Object]

Thank you and good luck! ,[object Object],[object Object]

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Learning Objective: Examine techniques that help evaluate employee value The job is going great, and you really enjoy the work you are doing. The next step is the performance review and salary increase. You don’t want to ask for something unreasonable, yet you want to be awarded what is practical and fair for the job. Negotiating is a routine part of daily life and leadership, and approaching it with confidence and skill continually signals that you know your worth. This session will help you to understand your value to your company and to develop a plan to justify the value that you bring to your company. Join us to discuss strategies and techniques that can help you determine your worth and justify your assessment of your value to your company. At the end of this seminar, participants will be able to: a. Quantify their bottom-line contribution to their organization. b. Develop techniques that will ensure optimal performance that justifies a salary review. c. Identify methods for facilitating a discussion on fair compensation for both the employee and company. d. Outline a plan to negotiate a salary increase.

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Word of Mouth Recruiting External Recruitment Internal Recruitment Job Fair Diverse Workforce Classified Ads /Newspaper Ads Social Media Job Sites Linked in and Indeed or Monster Pros And cons Cons their request of candidate may be the same nationality and gender. Cons more training and orientation. Not aware of their personality or strengths and weaknesses. Higher salaries Pros new ideas. May get company to excel Pros do not have to figure out the candidates’ strengths and weaknesses after working with them for a while. Moral and engagement may rise, less orientation and training. Do not have to worry about higher salaries Cons posting for candidates can be a waste of time, since they already know who they want. When an inside candidate is rejected, they are upset or discontented. Pros face to face networking and exchange business cards and share resume Can provide Candidate Resume Feedback such as suggestions on what else could help enhance it. Con if it’s a large job fair the competition can be very big. It takes time to prep for a job fair and spend lots of time and money for the job fair. Pros assist woman to have a chance at employment due to some male dominating occupations. Fills any gaps that may have workforce that do not have women. Allow single parents to get a chance at employment to help with their possible one income. Minorities can have a priority in job opportunity if they are qualified for the position. Pros Creative Freedom, Can fit in your budget due to picking size of ad.Great for people seeking a job. Great Compliment to online recruitment Cons Not many people read newspapers, Response rate is considered low. After going through the process of getting your ad submitted at a certain time there is no way make an urgent correction. Not enough space, if you do not have enough money Pros Can easily rule of many of the candidates Can check to see if candidate may not be who they appear to be Cons Information can be outdated or not accurate Invasion of privacy Pros for jobs sites i Legal / employment laws Do the method limit qualified applicants from applying Follow Title VII Yes, but there are policies that garden promotion from within Legally the employees have legal rights to access the information about them HR Analytic: Forecasting Tool May affect how the If the Skills Inventory system do not work or is inadequate. then looking for external can be the next step. Skills Inventory system helps to easily find someone internally with the skill set you are looking for, experience and more. Reason for using this recruiting method It is considered normal active advertisement. When people are just in a casual conversation and they are looking a job, word of mouth helps a small portion of recruitment The reason is due to people needing another route to getting candidates, to avoid any bias within the company. They provide a different view towards company’s success. It’s considered the best opt ...

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